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201.
组织学习整合理论模型 总被引:35,自引:0,他引:35
如何提高组织学习能力、如何创建学习型组织、学习型社会,这已经成为我国企业和社会发展需要迫切解决的问题。文章从定义的根本假设、组织学习层次、组织学习过程、内部推动因素四个方面对文献进行了综述,在此基础上提出了组织学习的界定以及整合的组织学习模型,它包括:个体、团队、组织层、组织间四个学习层次,获得和产生、解释、整合、制度化四个心理和社会互动过程,反馈学习(feedback)和前馈学习(feed forward)两个信息或知识流动过程。最后提出了今后研究的方向。 相似文献
202.
Supporting teacher use of interventions: effects of response dependent performance feedback on teacher implementation of a math intervention 总被引:2,自引:0,他引:2
Donna Gilbertson Joseph C. Witt Lynn LaFleur Singletary Amanda VanDerHeyden 《Journal of Behavioral Education》2007,16(4):311-326
This study examined general education teachers’ implementation of a peer tutoring intervention for five elementary students
referred for consultation and intervention due to academic concerns. Treatment integrity was assessed via permanent products
produced by the intervention. Following verbal instructions, intervention implementation by four teachers was consistently
low or exhibited a downward trend whereas one teacher’s moderate implementation co-occurred with student gains. When classroom
training was conducted with four teachers exhibiting low integrity, all teachers improved implementation. After accurately
implementing the intervention for three training sessions with classroom training, response dependent performance feedback
was provided when teachers independently used the intervention below 100% integrity, as determined by review of permanent
products. With response dependent performance feedback, three of the four teachers implemented the intervention at levels
above the verbal training performance, whereas implementation for one teacher increased following discussion of an upcoming
school team meeting. Student math scores improved during intervention. 相似文献
203.
Lisa Rivera 《Ethical Theory and Moral Practice》2007,10(1):69-87
When a person gives up an end of crucial importance to her in order to promote a moral aim, we regard her as having made a
moral sacrifice. The paper analyzes these sacrifices in light of some of Bernard Williams’ objections to Kantian and Utilitarian
accounts of them. Williams argues that an implausible consequence of these theories is that that we are expected to sacrifice
projects that make our lives worth living and contribute to our integrity. Williams’ arguments about integrity and meaning
are shown to be unconvincing when the content of projects is left open. However, a look at his later arguments suggests a
reason to be concerned about defensible ethical projects as understood through what he refers to as “the morality system”.
The problem for theories of this type turns out to be not merely conflicts between ethical projects and moral demands but
making sense of some of the ethically relevant features of these projects. Accommodations to moral theories that leave room
for ethical projects may be insufficient to explain such features, for example in cases where agents demand more of themselves
than the theories require. Making the theories more demanding is also problematic. Williams’ view about the role ethics plays
in our conception of the life we want to lead provides a better account of these cases.
相似文献
Lisa RiveraEmail: |
204.
从现有文献的研究成果看,中国雇员特有的组织承诺特征可以总结为五点:一是从结构模型上的理想因子显现;二是情感承诺更加影响中国雇员的组织行为;三是承诺指向上级而非组织;四是离职动因注重在位能得到什么;五是集体主义与个人主义的冲突。通过对各个特征进行道德追溯,我们发现,“理想人格”解释了理想承诺,“仁”造就了中国雇员的情感承诺,“忠”的思想使承诺指向上级,离职动因在于“谨慎”思考,集体主义与个人主义的冲突改变了传统道德集体主义的提倡。 相似文献
205.
206.
家长式领导与组织公正感的关系 总被引:4,自引:0,他引:4
以428名企事业单位员工为调查对象,采用问卷法,探讨了家长式领导与组织公正感的关系,结果表明:(1)仁慈领导对组织公正感各维度有显著的积极影响;德行领导对组织公正感各维度有显著的积极影响;权威领导对领导公正有显著的消极影响;(2)在分配公正、程序公正上,德行与权威领导有显著负交互效应;在领导公正、领导解释上,仁慈与权威领导有显著负交互效应。最后,对研究的理论和实践意义作了探讨,并提出了未来的研究方向 相似文献
207.
员工组织社会化研究的概况 总被引:12,自引:0,他引:12
组织社会化是指个体为了适应其所在组织的价值体系、组织目标和行为规范而调整自己态度、行为的学习过程。文章在对组织社会化含义阐释的基础上,从组织社会化策略、组织社会化过程、组织社会化中员工信息寻求、组织社会化内容等4个方面,对当前组织社会化的研究现状进行介绍。文章最后指出了组织社会化的未来研究趋势 相似文献
208.
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210.
John E. Edlund Austin Lee Nichols Bradley M. Okdie Rosanna E. Guadagno Cassie A. Eno Jeremy D. Heider 《The Journal of social psychology》2014,154(3):181-185
It is a common problem in psychology subject pools for past study participants to inform future participants of key experimental details (also known as crosstalk). Previous research (Edlund, Sagarin, Skowronski, Johnson, & Kutter, 2009) demonstrated that a combined classroom and laboratory treatment could significantly reduce crosstalk. The present investigation tested a laboratory-only treatment for the prevention of crosstalk at five universities, along with institutional-level moderators of crosstalk. Results indicated the presence of crosstalk at all universities and that the laboratory-based treatment was effective in reducing crosstalk. Importantly, crosstalk rates were higher (but successfully neutralized) in research pools with higher research credit requirements. Therefore, this research provides valuable guidance regarding crosstalk prevalence and its minimization by researchers. 相似文献